What barriers do you see to closing the gender gap in STEAM?
One barrier is the lack of public support for working mothers – both within family and community systems and at workplaces. Women often juggle caregiving responsibilities alongside their careers, yet many companies still treat flexibility as a “perk” rather than a necessity. We need more resources to help women manage multiple roles without being penalized professionally. Culturally, there’s still pressure for women to “do it all” silently, and that expectation seeps into policy decisions – especially when organizations fail to recognize how much extra labor women put in, both at home and in the office. Without genuine systemic support, women will continue to face steep trade-offs that men are rarely forced to make. Until we address these structural gaps, the gender divide in STEAM will persist.
How is the world changing with respect to STEAM?
Right now, we’re seeing more headwinds when it comes to trusting the scientific process. Foundational research that used to be broadly celebrated as the engine for innovation is increasingly scrutinized – or outright dismissed – by segments of the public. That skepticism undercuts everyone working in STEAM, but especially those of us who already face credibility gaps because of gender, race, disability, or other background. At the same time, demand for science-based solutions in areas like climate change, public health, and technology has never been higher. Navigating that tension requires us to be not only innovators but also communicators – helping the public understand how rigorous research leads to better products, laws, policies, and services.
What can be done to move women forward in STEAM?
We have to pave the way by giving women tangible opportunities – and by being available as sounding boards. Early in my career, I was lucky that I had women I could go to when something felt impossible: people to help me brainstorm, share best practices, or simply remind me that I belonged. Those relationships were invaluable to me, but not everyone is as lucky to have them. Organizations should formalize mentorship networks, so no woman ever feels she’s navigating challenges alone. Sponsorship is also critical: senior leaders must actively advocate for women’s promotions or high-visibility assignments. Beyond mentorship, tangible resources like leadership training and stipends for conferences go a long way to signal that women’s contributions and voices are valued. When women see other women advancing, they’re more likely to envision themselves in those roles. By proactively creating these systems, we ensure that talented women have the confidence to lead and advance.
